Working life table and projection of registered nurses workforce supply in Thailand over the next 15 years (2008-2022)
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2009
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2552
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eng
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xiii, [196] leaves : ill. ; 30 cm.
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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
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National Institute of Development Administration. Library and Information Center
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Krisada Sawaengdee (2009). Working life table and projection of registered nurses workforce supply in Thailand over the next 15 years (2008-2022). Retrieved from: http://repository.nida.ac.th/handle/662723737/375.
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Working life table and projection of registered nurses workforce supply in Thailand over the next 15 years (2008-2022)
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Abstract
This study was conducted to describe the situation of the current nursing workforce and the working status of registered nurses (RNs) in Thailand, to estimate the probability of transition across working status and determine the factors influencing the risk of leaving the nursing career, and to estimate the working life expectancy and loss rate of RNs, in order to establish an effective plan for the nursing workforce in the future. A retrospective, cross-sectional research design was employed. Both secondary data, from the Thailand Nursing and Midwifery Council license database, and primary data were obtained via a sampling survey. A total of 2,000 RNs were selected in a two-stage stratified random sampling, with an overall response rate of 64.55%. The findings show that in 2005, there were 97,942 RNs in Thailand, 63.37% of them aged between 30-44 years (a mean of 37.82 and SD 7.93), reflecting an ageing workforce structure. Only 88,440 RNs were actively working in healthcare services. Consequently there was only 1 RN for every 703 people, which is much lower than the World Health Organization recommendation that the RN-to-population ratio in developing countries should be at least 1RN to every 500 people. The initial findings from the working life table constructed through the increment-decrement technique show that the working life expectancy of RNs in Thailand was 22.55 years, with a 4.435 % annual loss rate. Results from a Markov Chain analysis suggest that over the next 20 years only 60.1 % of RNs in Thailand will tend to remain in nursing, 23.5% will work in support jobs, and 16.4% will be not working in nursing at all. In terms of the nursing workforce participation rate, 100% of younger RNs, aged 20-24, will be working as nurses, but this rate slowly decreases for older age groups. Unfortunately, only 46.52% of RNs aged 35-39 are actively working as nurses. These results reflect a loss of skillful nurses from healthcare services. Findings from a Cox Regression analysis reveal that working conditions, including non-shift work and non-monetary incentives such as continuing education, particularly, the opportunities to study in a masters or doctoral program, and to get scholarships, were significantly related to a low risk of leaving nursing. The shortage of nurses can be counteracted by increasing the number of new graduates and also by implementing measures that motivate them to remain working as nurses as long as possible. Those measures should include: (1) producing 7,000 graduates annually to meet demands over the next 15 years, resulting in approximately 111,103 RNs, which will lower the ratio of nurses-to-population to 1 RN to 586 people by the year 2022; (2) providing scholarships to nursing students in bachelor degree programs and providing opportunities for continuing studies for master and higher degrees (such opportunities linked to the condition that fellowship holders have to work as nurses for a certain number of years after graduation); (3) RNs who graduated with master and doctoral degrees and who have vast experience and skills should be allowed to become nursing lecturers and thus advance in their careers; (4) in rural and remote areas, where are difficult to recruit nurses, nurses should be employed as civil servants; in case this is not possible and they only can be employed as government employees, fringe benefits and social welfare should be offered to them in the same way as to civil servant; and (5) shift work should be reorganized by nursing administrators in such a way that there is an optimal balance between work and private life.
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Thesis (Ph.D. (Population and Development))--National Institute of Development Administration, 2009